About the role
About World Labs: We build foundational world models that can perceive, generate, reason, and interact with the 3D world — unlocking AI's full potential through spatial intelligence by transforming seeing into doing, perceiving into reasoning, and imagining into creating. We believe spatial intelligence will unlock new forms of storytelling, creativity, design, simulation, and immersive experiences across both virtual and physical worlds. We bring together a world-class team, united by a shared curiosity, passion, and deep backgrounds in technology — from AI research to systems engineering to product design — creating a tight feedback loop between our cutting-edge research and products that empower our users. Role Overview The Senior HR Business Partner will serve as a strategic advisor to functional leaders across technical and non-technical teams. This role is responsible for driving organizational effectiveness, supporting high-performance standards, and guiding leaders through complex people decisions. This foundational role will help build the HRBP function from the ground up: establishing core management toolkits, strengthening org design rigor, advising on performance and flight risk, and acting as connective tissue between leaders and the broader People team. You’ll help ensure we scale with intentionality, high performance, and sound judgment, while laying the groundwork for future org growth. You'll be a true partner to the founding team and business leads — not an administrator. You'll help us organize and scale the company, give direct feedback to managers, steer important people decisions, and build the infrastructure that lets everyone do the best work of their careers. You'll own the full employee lifecycle, stand up our first people systems, and operate with urgency across whatever's most important each week. What You Will Do: Partner directly with founders and team leads on org design, headcount planning, and talent strategy — from hiring through career development Drive org design work — reorgs, reporting structures, span of control, leveling and titling — with rigor and speed Regularly track people data and identify trends on hiring, attrition, engagement, and